The document discusses the hiring process from the perspective of a company. It describes how a job requisition is created, approved, and used to officially begin the recruiting process. The sourcing, screening, and interviewing steps are then discussed, noting that the specific process can vary between companies and positions. Finally, some common reasons a candidate may not be selected are provided, such as a mismatch with the job description or screening mistakes, as well as steps a candidate can take to improve their chances, like networking and confirming position details remain accurate.

1. I’m a perfect fit, why didn’t I get the job? Recruitment from the company point of view By Jenny Kahn, PHR Senior Technical Recruiter [email_address] Copyright Jenny Kahn, PHR

2. Objectives Understand what companies look for Understand the hiring process Why candidates get eliminated Steps you can take to improve your odds

3. What employers look for

4. The Hiring Process It starts with the Requisition… The “Req” is a finance document that ensures that salary will be set aside for a new employee. Sometimes referred to as “ new head count” or “ increase in compliment”. A hiring manager may want/need an addition to staff, but there is no real position until the Req has made it’s way through the signature chain!

5. How a Req. is created The hiring manager completes a company requisition request form which describes the need for the new position and what experience, knowledge, skills and abilities are desired for the proposed position.

6. The signature chain often includes: Next level(s) of management for the department requesting the position HR will confirm that the position level and suggested pay are in line with employees of similar background Once this position is approved; the recruiting process can officially begin

7. Who manages the process? Depending on the size of the company and its funding, the process can be driven by: The Hiring Manager A HR Generalist/Business Partner A In-house Recruiter

8. Source, Screen and Interview And now the process comes even more fuzzy as more variable are added to the mix… The Sourcing, Screening and Interviewing steps must happen but who does it and how it is done varies not only by company, or division, or even by manager but sometimes even based on the position.

9. The Interviewing Process The interview team is usually the hiring manager, subject matter experts, representatives from other department who the candidate will have to work with as well as HR The level of the position usually dictates how many interviews are required. The higher the level the more interviews

10. And the Oscar goes to… Who makes the hiring decision depends on the organization and its culture but usually the decision is made by the hiring manager with varying levels influence from the interview team

11. Reasons why you might not have been considered?

12. Job Description Mismatch The Req. did not accurately describe the needed skills The level of the position changed since posting Through the interviewing process new desired skills are identified but the posting is not changed The job description was too vague to accurately judge proper fit

13. Screening Mistakes You were not able to convince the screener that you were both truly interested in the position and belong within the “Best Fit” subgroup The screener was not properly qualified/informed to screen candidates and eliminated possible “Best Fit” candidates

14. The Interview Failed in building rapport Simply did not interview well Sold yourself to old posted job description and did not realize the position changed You may be qualified and thus brought in but not the seen as the “Best Fit” candidate

15. What steps you can take to improve your odds?

16. Network, Network, Network Use your contacts to: Get your resume to the right people Get the inside story on department needs Find someone who will champion your cause

17. Confirm your information At each stage check to make sure the requirements of the position have not changed Ask good probing questions to uncover the problems and concerns this position would be responsible to solve. “You only sell what the customer wants” State your interest in the position and did the interviewer have any concerns that would keep you from moving forward. Address any concerns brought up

18. Things to keep in mind… Make sure you can clearly and concisely articulate your value and what you can bring to the organization Make sure you listen to the question being asked Keep your answers short and to the point Stay positive, and remember you should not expected to hit a homerun every time at bat